Burnout is a psychological response to work stress characterized by emotional exhaustion, depersonalization, and reduced personal accomplishment. This paper reviews burnout literature from 1993 to present, identifying key trends and focusing on theoretical models, measurement, and future research directions. Burnout, as a work-related strain, results from accumulated work-related stress. Maslach (1982) defined burnout as a syndrome of emotional exhaustion, depersonalization, and reduced personal accomplishment among individuals who do people work. Burnout is characterized by three primary symptoms: emotional exhaustion, depersonalization, and reduced personal accomplishment. The first European Conference on Professional Burnout in 1990 led to the publication of a seminal book that summarized the state of burnout research and suggested future directions. Since then, burnout has been the subject of thousands of studies and dozens of books. The Conservation of Resources (COR) model posits that burnout occurs when individuals perceive a threat to valued resources. Job demands and job resources differentially predict burnout. The Job Demands—Resources (JD-R) model suggests that job demands predict emotional exhaustion, while job resources predict depersonalization. Research has shown that burnout is associated with various outcomes, including reduced job performance, turnover, and physiological symptoms. The Maslach Burnout Inventory (MBI) remains the dominant measure of burnout, though alternative measures like the Oldenburg Burnout Inventory (OLBI) have been developed to address potential biases. Burnout research has also explored the role of social support, social exchange relationships, and personality moderators in the burnout process. Studies have shown that social support can reduce burnout, but excessive reliance on social support may be counterproductive. Interventions to reduce burnout include addressing job demands, supplementing resources, and providing social support. Research suggests that realistic job previews and expectation lowering procedures can help reduce burnout by aligning employee expectations with job realities. Future research directions include addressing burnout as a psychiatric disorder, exploring the role of social support, and developing more effective interventions. The burnout literature continues to evolve, with a growing emphasis on understanding the complex interplay between individual, organizational, and environmental factors in the burnout process.Burnout is a psychological response to work stress characterized by emotional exhaustion, depersonalization, and reduced personal accomplishment. This paper reviews burnout literature from 1993 to present, identifying key trends and focusing on theoretical models, measurement, and future research directions. Burnout, as a work-related strain, results from accumulated work-related stress. Maslach (1982) defined burnout as a syndrome of emotional exhaustion, depersonalization, and reduced personal accomplishment among individuals who do people work. Burnout is characterized by three primary symptoms: emotional exhaustion, depersonalization, and reduced personal accomplishment. The first European Conference on Professional Burnout in 1990 led to the publication of a seminal book that summarized the state of burnout research and suggested future directions. Since then, burnout has been the subject of thousands of studies and dozens of books. The Conservation of Resources (COR) model posits that burnout occurs when individuals perceive a threat to valued resources. Job demands and job resources differentially predict burnout. The Job Demands—Resources (JD-R) model suggests that job demands predict emotional exhaustion, while job resources predict depersonalization. Research has shown that burnout is associated with various outcomes, including reduced job performance, turnover, and physiological symptoms. The Maslach Burnout Inventory (MBI) remains the dominant measure of burnout, though alternative measures like the Oldenburg Burnout Inventory (OLBI) have been developed to address potential biases. Burnout research has also explored the role of social support, social exchange relationships, and personality moderators in the burnout process. Studies have shown that social support can reduce burnout, but excessive reliance on social support may be counterproductive. Interventions to reduce burnout include addressing job demands, supplementing resources, and providing social support. Research suggests that realistic job previews and expectation lowering procedures can help reduce burnout by aligning employee expectations with job realities. Future research directions include addressing burnout as a psychiatric disorder, exploring the role of social support, and developing more effective interventions. The burnout literature continues to evolve, with a growing emphasis on understanding the complex interplay between individual, organizational, and environmental factors in the burnout process.